Training Program during Covid-19 Situation: A Study on Robi Axiata Limited

Prepared for
Omar Faruq
Assistant Professor
Department of Business Administration
East West University

Prepared By
Sumaya Monwar Munabi
ID: 2017-1-10-035
Major in Human Resource Management
Date of Submission: 1 June 2021
Organizational Culture and its Impact on Employee
Performance of Akij Resources Limited

Prepared for
Silvia Akter
Assistant Professor
Department of Business Administration
East West University

Prepared by
Abidur Rahman Shihab
2017-1-10-135
Department of Business Administration
East West University

Date of Submission: 16th September, 2021

 Internship Report
on
“Organizational Culture and its Impact on Employee Performance
of Akij Resources Limited”

Prepared for
Silvia Akter
Assistant Professor
Department of Business Administration
East West University

Prepared by
Abidur Rahman Shihab
2017-1-10-135
Department of Business Administration
East West University

Date of Submission: 16th September, 2021

Declaration

I hereby declare that

1. The internship report submitted is my original work while completing a degree at East
West University.
2. This report never has been and never will be reproduced for any other BBA course or any
other purpose.
3. This report shall not contain material previously published or written by a third party,
unless it is duly referenced by means of complete and detailed referencing.
4. Many of the key sources of support have been recognized by me.

Student’s Full Name & Signature:

Student ID
2017-1-10-135

Supervisor’s Full Name:

Silvia Akter
Assistant Professor
Department of Business Administration
East West University
Letter of Transmittal

16th September, 2021

To
Silvia Akter
Assistant Professor
Department of Business Administration
East West University

Subject: Submission of Internship report on “Organizational Culture and its Impact on

Employee Performance of Akij Resources Limited”

Dear Ma’am,
It is an immense pleasure for me to able to submit my internship report on “Akij Resources
Limited”. This report was assigned to me as a requirement of the internship program. It helped
me gain real life experience in the field of Human Resource Management and also other issues of
the corporate sector of Bangladesh. I have completed my 3 months’ internship period in Akij
House (Head Office) starting on 20th June 2021.
I sincerely hope that the report will fulfill the requirement and objectives of my internship and it
finds your acceptance. There might have been some errors or omissions in this report. I would
like to seek your apology for that. I have done my utmost to complete the report with critical
facts and proposed proposal and detailed manner as possible.
Thank you for your constant supervision and guidance to fulfill this report. I hope this report will
be up to the level of your satisfaction and open to any clarification on the report.

Sincerely yours,

ID: 2017-1-10-135
Bachelor of Business Administration
East West University
Acknowledgment

I would like to express my utmost gratitude and wholehearted appreciation to all those who
helped me and provided me with the opportunity to complete and present this report.
At first my heartiest gratitude to my reverend supervisor, Silvia Akter ma’am, whose enthusiastic
guidance and critical comments during the entire phase of the study made it possible for me to
prepare this internship report. Without her supervision, co-operation, and detailed instructions,
my research on “Organizational Culture and its Impact on Employee Performance of Akij
Resources Limited” would not come to the light. She supported and advised me during the
internship period so that I can complete this report.
I would also like to thank my office team. Without whose constant tutoring I would not be able
to relate my academic knowledge to my work life. I would like to thank Md. Rahajul Amin
(Assistant Manager, HR) my reporting supervisor of organization who helped me and advised
me on how to approach the problems.
Finally, my deepest appreciation and regards to all the employees of Akij Resources Limited
who spent their valuable time to fill up my questionnaires and helped me gather information for
making the report.
Executive Summary

This study is the outcome of my internship program that continued for the past three months
placed at the Akij Resources Limited, Head Office. Throughout these three months, I was able to
obtain a lot of practical knowledge about Human Resource related activities and also about
different corporate activities. This Internship report was engaged to examine the effective
organizational culture and its impact on employee performance. Both primary and secondary
sources have been used to accompany this study and prepare the report. This report mainly
focuses on different dimensions of organizational culture & their impact on employee
performance of Akij Resources Limited.
This internship report contains 1. Introduction, 2. Literature Review, 3. Organizational
Overview, 4. Theoretical Background, 5. Analysis, 6. Findings, and 7. Conclusion and
Recommendation. The main objective of this report is to include a study of the organizational
culture of Akij Resources Limited and its effect on the performance of employees. The timing of
my internship time turned into three months and I learned about the different activities offered
and the corporate culture of that company during the internship period. This division's scope of
activity and processes is vast and within such a short period time it is not possible to fathom
anything. The findings and recommendations based on the rotation of these three months may
therefore be more subjective rather than judgmental. Compliance is a vast thing and it takes too
long time to acquire.

1|Page
 Table of Contents
Executive Summary.......................................................................................................................

PART-1...........................................................................................................................................

INTERNSHIP PROGRAM..........................................................................................................

Introduction....................................................................................................................................

Importance of Internship..............................................................................................................

Objective of Internship Program.................................................................................................

Objective of Internship Program at Akij Resources Limited...................................................

PART- 2..........................................................................................................................................

ORGANIZATIONAL CULTURE AND ITS IMPACT ON EMPLOYEE

PERFORMANCE - A STUDY AT AKIJ HOUSE.............................................................

1.0 INTRODUCTION.................................................................................................................

1.2 Objective of the Study...........................................................................................................

1.2.1 Broad Objective..................................................................................................................

1.2.2 Specific Objectives..............................................................................................................

1.3 Methodology of the Study.....................................................................................................

1.4 Scopes and Limitations of the Study....................................................................................

2.0 LITERATURE REVIEW.....................................................................................................

3.0 ORGANIZATIONAL OVERVIEW....................................................................................

(Akij Resources Limited)............................................................................................................

3.1 Background of Akij Group...................................................................................................

3.1.2 Mission Statement...............................................................................................................

3.1.3 Vision Statement.................................................................................................................

3.1.4 Values...................................................................................................................................

3.1.5 Core Competencies.............................................................................................................

2|Page
3.2 Akij Brand..............................................................................................................................

3.3 Management Process of Akij Resources Limited...............................................................

3.4 Business Enterprises of Akij Resources Limited................................................................

4.0 THEORETICAL CONCEPTS.............................................................................................

4.1 Organizational Culture.........................................................................................................

4.2 Components of Culture.........................................................................................................

4.2.1 Values...................................................................................................................................

4.2.2 Norms...................................................................................................................................

4.2.3 Artifacts...............................................................................................................................

4.2.4 Style of Management..........................................................................................................

4.3 Employee Performance.........................................................................................................

4.4 Employee relationships:........................................................................................................

4.5 Learnings from Akij Resources Limited.............................................................................

Analysis.........................................................................................................................................

6.0 Findings..................................................................................................................................

Level of Employee Performance.................................................................................................

Nature & Types of Organizational Culture..............................................................................

Conclusion....................................................................................................................................

Recommendations........................................................................................................................

References......................................................................................................................................

Contact of Supervisor at Akij Resources Limited (Corporate Office)...................................

Appendix.......................................................................................................................................

Questionnaire...............................................................................................................................

3|Page
 PART-1

INTERNSHIP PROGRAM

4|Page
Introduction

These days, education is now not only limited to books and classrooms. In today's world,
education is the instrument for understanding the real world and applying knowledge to the
improvement of both society and business. From education, the theoretical information is gained
from courses of study, which is just half of the subject matter. Practical awareness has no
substitute. To overcome the distinction between these two fields, perfect coordination between
principles and application is of utmost importance in the sense of the modern business world.
Therefore, the Department of Business Administration of East West University provides an
opportunity for its prospective BBA degree holders to obtain at least 3 months of practical
experience, known as the 'BUS-499: Internship Program'. And a report is expected to be
prepared to summarize the analysis, findings, and knowledge gained from this program by the
intern.

This internship report is, therefore, a fundamental academic prerequisite for the completion of
the BBA Program in the major area of Human Resources Management under the Department of
Business Administration, East West University. The report title ‘Organizational Culture and its
impact on Employees Performance of Akij Resources Limited’ is based on a study conducted at
Akij House, Head office, during the internship time. It includes, from the general corporate
viewpoint, a concrete idea of the overall organizational culture and its impact on employee
performance. This topic is assigned by my supervisor and has to be submitted to both the
department and the office.

The internship program is a partial graduation prerequisite. It offers a fantastic opportunity for
every student to get some great and brilliant ideas about the practice field. The preparation of an
Internship Report that improves academic skills as a successful graduate is also a daunting
experience. As the corporate sector has emerged as the most important player in our economy
and also provides a passionate career growth climate, it has been my primary aim to complete
internships in this type of business institution since the very beginning of the BBA program.
I am working as an intern at of Akij Resources Limited (Akij House) for twelve weeks from 20th

5|Page
June to 20th September in different departments according to their requirements.

Importance of Internship

▪ Application of education and professional exploration: Internships are an ideal way to

adapt classroom knowledge to real-world experience. Learning is one thing, but it is a
perfect way to discover various career opportunities and specializations that fit individual
needs by bringing those skills into the workforce and applying them.
▪ Acquire experience and improve marketability: Doing an internship provides an
experience in the area of profession anyone wants to pursue. When applying for jobs, this
not only gives people an advantage over other applicants, it also prepares them for what
to expect in their profession and increases faith in their work.
▪ Professionalism: Internships will include the soft skills required for interns in the work
and leadership roles. In a LinkedIn Skills Survey, 57 percent of people regarded soft
skills as more important than tech knowledge (2018). During an internship, skills like
communication, leadership, factory visit, problem-solving, and teamwork can be learned
and used outside of the experience.
▪ Networking: In the working environment, doing an internship helps you and it also
builds your professional network. Through communicating with others, there is a chance
of getting a job, so networking is important. Internships as well as other interns who have
similar interests, offer a perfect environment to meet professionals in the career area you
want to pursue.

6|Page
Objective of Internship Program

▪ To apply business principles and ideas to decision-making in the real world.

▪ Increasing proficiency in various business areas, such as human resources management,
marketing, accounting, operations, finance, and business law.
▪ Develop and strengthen communication, technology, quantitative thinking, and teamwork
business skills.
▪ Observe business operations and decision-making and engage in it.
▪ Meet professional role models and future mentors who can provide advice, input and
assistance.
▪ Expand the network of partnerships and communications with professionals.
▪ Build a positive work ethic and professional attitude as well as a devotion to ethical
actions and social responsibility.

Objective of Internship Program at Akij Resources Limited

As an intern at Akij House, I got the opportunity to perform various duties & responsibilities. I
am highlighting some of the responsibilities below:
▪ Help to prepare information and analysis papers, build and manage presentations in
PowerPoint
▪ During meetings, take notes and memos; form documents, drafts, and reports; organize
and maintain candidate files
▪ Set up, break down, arrange, and manage conference rooms and meeting rooms; taking
written exams of the candidates.
▪ Visiting factory and help in auditing and prepare checklist.
▪ Worked on a stage-1 project on ISO Certification.
▪ Study and documentation on compliance management and Bangladesh Labor Law.

7|Page
8|Page
 PART- 2

ORGANIZATIONAL CULTURE AND ITS IMPACT ON EMPLOYEE

PERFORMANCE - A STUDY AT AKIJ HOUSE

9|Page
1.0 INTRODUCTION

Every organization has a unique personality. An organization's distinctive personality is referred

to as organizational culture. Organizational culture is an unseen yet strong force in groups of
people working together that affects the actions of the members of that group. Organizational
culture, therefore, is a framework of common assumptions, values, and beliefs that dictates how
organizations treat individuals. These shared beliefs impact the people in the company deeply
and influence how they dress, behave, and perform their work.

Various aspects are included in the organizational culture, such as organizational expectations,
experiences, ideology, and values that keep it together and are reflected in its self-image, inner
workings, interactions with the outside world, and future expectations. Organizational culture
often deals with the organization's ways of conducting its business, treating its employees,
customers, and the broader community, freedom to make decisions, creating new ideas, and
personal expression, how power and information flow through its hierarchy, and how dedicated
employees are towards organizational goals.

The culture of an organization must be powerful, widely communicated, and reinforced to

provide the biggest competitive advantage. Their values and beliefs must be respected by all.
Employees feel valued in a strong organizational culture. At least they enjoy some control over
their work, rather than feeling helpless. Employees who feel valued and can make decisions
attain a higher level of performance, whether it is by selecting their tasks or trying out a new
role. Strong organizational cultures also offer opportunities for employees to develop. Offering
promotions, career development programs, or extra training, which in turn increases
performance, will keep employees motivated. They would also put in the extra effort to
accomplish organizational goals when everyone is in it together. Hence, vice-versa may happen
if the organizational culture is weak.

Akij Resources Limited have also their own organizational culture concerning the corporate
sector of Bangladesh. The following dimensions of Akij Resources Limited can help to

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effectively determine and understand their organization's culture. These dimensions are the key
to understanding the attitude of the employee towards the organization and the various key
factors that influence the organization's culture on their employee performance.

▪ Performance Management System

▪ Compliance Management System
▪ Engagement of Employees
▪ Leadership
▪ Training & Development
▪ Rewards & working conditions

1.2 Objective of the Study

1.2.1 Broad Objective

The main objective of this report is to assess the impact of the organizational culture on
employee’s performance of Akij Resources Limited. Also, to determine how the performance of
the employee in the company under study is influenced by different elements of organizational
culture.

1.2.2 Specific Objectives

▪ To assess the organizational culture practices in Akij Resources Limited.

▪ To assess the relationship between organizational culture & employee performance with
regard to the corporate sector of Akij Resources Limited.
▪ To evaluate how employee performance is affected by the organizational culture in Akij
Resources Limited.
▪ To assess both the positive & negative impact of organizational culture on employee
performance.
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1.3 Methodology of the Study

The methodology required sample selection, sources of data, and the methods used for data
analysis. To complete my report, I used two types of data sources. Those were primary data &
secondary data.
A primary data source is an initial data source, that is, one in which the data are obtained
firsthand. The sources may include a survey questionnaire within Akij House by the employees,
interview of employees, observational sources, etc. (Survey on Process) *
Secondary data has already been gathered for some other reason. Yet, for the report, such data
may be very useful. These repot include the official website of Akij Resources Limited, previous
research reports/articles/journals, different textbooks, different data from the internet etc.

1.4 Scopes and Limitations of the Study

The analysis was carried out from start to finish to make it a complete and true one. Other
colleagues and interns are also helpful in this regard. They helped me to complete the survey and
provided me information. Besides my reporting supervisor supported me in all situations.
However, in the way of performing the analysis, several problems arose. The following
limitations included in the study:
▪ During my internship program, the main constraints I faced was time barriers.
▪ It will also be difficult to assess employees’ overall performance.
▪ Organizations limit themselves to sharing their internal information much of the time. It
would be difficult to get all the necessary details to prepare the report.
▪ I was stuck in lockdown situation more than one month in total and had to do work from
home. This was also a limitation to gather information.
▪ Lack of experience in corporate life.

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 2.0 LITERATURE REVIEW

1. The goal of this article is to illustrate the relation among variables i.e., company’s culture
& its employee performance. After observe and evaluation of huge literature, it's far
reasoned out that organizational culture has deep effect at the type of organizational
process, personnel and its overall performance. This additionally describes the unique
dimensions of the culture that have effect on organizational employee performance.
Research suggests that if worker is dedicated and having the identical norms and value as
in keeping with companies have, can growth the overall performance towards reaching
the general organization goals.
An organization's culture is the set of shared values, beliefs, and norms that have an
effect on the manner employees think, experience, and behave withinside the workplace.
An organization has basically four functions of culture. those are offers individuals an
experience of identity, will increase their commitment, reinforces organizational values,
and serves as a manipulate mechanism for shaping behavior. Organizational culture helps
the desirable technique to understand the problems, which individuals learn, experience
and set the principles, expectations, behavior, patterns, and norms that promote excessive
degree of achievements
Performance is a broader indicator which can encompass productivity, quality,
consistency, and so forth. On the other, overall performance measures can encompass
results, behaviors (criterion-based) and relative (normative) measures, training and
education ideas and instruments, such as control improvement and management
education for constructing vital abilities and attitudes of overall performance control.
Undoubtedly the organization’s overall performance is a characteristic of the capability
go back to the inculcation of strong culture into the organization’s structures allowing it
to execute its routines.
Organizational culture has the capacity to decorate organizational overall performance,
worker activity satisfaction, and the experience of fact about trouble solving. If an
organizational culture turns into incongruent with the converting expectancies of inner
and/or outside stakeholders, the organization’s effectiveness can decline as has happened

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 with some organizations. Organizational culture and overall performance sincerely are
associated, even though the proof concerning the precise nature of this relationship is
mixed. Studies show that the connection among many cultural attributes and excessive
performance has now no longer been regular over time. We can summarize the results of
organizational culture on worker behavior and overall performance primarily based
totally on four key ideas. First, understanding the culture of an organization permits
employees to recognize each the organization’s records and modern-day techniques of
operation. This perception presents guidance about anticipated future behaviors. Second,
organizational culture can foster dedication to the organization’s philosophy and values.
This dedication generates shared emotions of working towards common goals. That is,
businesses can gain effectiveness best when employees share values. Third,
organizational culture, via its norms, serves as a manipulate mechanism to channel
behaviors closer to preferred behaviors and away from undesired behaviors. This also can
be performed through recruiting, selecting, and keeping employees whose values
satisfactory match the values of the organization. Finally, positive kinds of organizational
cultures can be associated immediately to more effectiveness and productiveness than
others.
Indeed, the study of organizational culture and overall performance is high-quality for the
reason that cultural values are observable and measurable. Thus, in analyzing of cultural
impact on overall performance, it's far critical that each economic and non-economic (i.e.,
cultural values, norms) measures are used to get greater complete results. The literature
on organizational culture and overall performance found out that groups that understand
the way to increase their cultures in a powerful manner maximum possibly have the
advantage of development in productiveness and the first-rate of labor lifestyles the
various employees. Indeed, employees should take in the organizational culture on the
most power and the top control need to offer a particular guiding principle and course to
inspire the employees in reaching the company’s objectives. (Hafeez Ur Rehman)

2. Akij Jute Mills Limited become presented for its high-quality contribution in jute yarn
manufacturing and excellent jute merchandise export, a press declaration said.
Sheikh Nasir Uddin (CIP), chairman of Akij Jute Mills Limited, acquired the award from
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 Textile and Jute Minister Golam Dastagir Gazi in a countrywide jute day celebration
program held at Officers’ Club on Bailey Road in Dhaka
Akij Group Chairman Sheikh Nasir Uddin (CIP) said, “We commenced with most
effective three hundred workers. But now, 10,000 human beings are running at our
manufacturing unit and that they made this fulfillment possible. I am proud to be a
member of Akij family. It is a amazing honor for us.” (Akij Jute Mills awarded |
theindependentbd.com. 2021)

3. Early research has proven that a relationship exists inside organizational culture and the
overall performance of personnel. Organizational culture is basically associated with
organizational practice, so worker overall performance is conditional at the culture of the
company. Organizational culture, according to (Hellriegel and Slocum, 2009) , can
growth performance on a huge scale. According to them, a corporation's culture requires
personnel to be acquainted with each the beyond of the corporation and modern
operational procedures, and this specific route presents personnel remarks on deliberate
and agreed destiny organizational practices and norms.

4. Hakim (2006) described worker overall performance as a method of accomplishing a

fixed purpose or a particular assignment in a business enterprise this is ordinarily directed
to the function of organizational individuals at a particular factor in time that has been
related to the corporation's set ordinary limits wherein the unique worker works. (al,
2015). additionally, talked about that overall performance is finished to the said dreams
and dreams of a corporation with the aid of using the real paintings completed with the
aid of using the employees. Furthermore, (Kline & Boyd ) (2014) stipulated those
paintings overall performance is thought to be a shape of statistics change to assess the
fulfillment of the paintings approximately the corporation's goal achievement.

5. Companies and organizations should focus on constructing personnel tremendous overall

performance, through imparting personnel with a set of equipment and talents to fulfill
out new realities and challenges ( (Batarlienė, Čižiūnienė, Vaičiūtė, Šapalaitė, &
Jarašūnienė, 2017). Globalization, new marketplace needs, innovation and clever
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 economic system are thinking about a challenge, in addition to, drivers for organizations
to preserve and enhance worker overall performance ( (Cooper & Ezzamel, 2013).
Dealing with brief modifications in technologies, stakeholders’ necessities and
marketplace needs are relying on lowering the distance inside personnel mindset as
underpinning aspect on attaining clever desires of the organization ( (Shah, Irani, &
Sharif, 2017)).

6. Researchers have defined worker overall performance as well as highlighted parameters

affecting worker overall performance as withinside the following. (Anitha, 2017) reports
that the overall performance of a character or an organization depends strongly on all
organizational activities, policies, practices, knowledge control practices and worker
engagement. These factors are important determinants fostering excessive degrees of
worker overall performance. While (Islami, Mulolli and Mustafa ) understand handling
overall performance as a deliberate method of which the key factors are agreement, size,
help, remarks and tremendous reinforcement, which formed effects in phrases of overall
performance expectation. Also, (Bataineh (, 2017) spotlight Employee’s overall
performance as a mixture of performance and effectiveness of the worker’s day by day
obligations to fulfill the expectancies of the stakeholders. Isaac, (Abdullah, Ramayah and
Mutahar , 2017) show that personnel especially agree that enforcing the net of their task
helped them in enhancing venture method, training acquisition and the pleasant in their
conversation which cause enhancing character overall performance in addition to
organization. On the other side, (Pawirosumarto, Sarjana and Gunawan , 2017) tide
among worker overall performance and paintings surroundings that includes bodily and
non-bodily elements around personnel which have a tremendous and significant effect on
enhancing worker overall performance. While (Smith and Bititc , 2017) emphasis on
enhancing overall performance size structures and overall performance control practices
as elements of paintings’ surroundings which beautify worker’s engagement degrees.
Also, (Mensah, 2018) help their thoughts whilst taken into consideration expertise control
as a crucial achievement aspect inside organizations which emerge as the maximum
center managerial cost in our quite dynamic and unsure marketplace surroundings of the
twenty-first-century era.
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 3.0 ORGANIZATIONAL OVERVIEW

(Akij Resources Limited)

3.1 Background of Akij Group

Akij Group is the most organized corporation withinside the country. Akij Group is country’s
one of the leading companies’ conglomerates. History of Akij Group is started back to later a
part of the forties. In its infancy, the Group commenced in humble way with jute buying and
selling which changed into the golden fiber of the country, incomes maximum quantity of
overseas exchange. Akij Group ceaseless efforts with dynamic control and aid from their various
customers have led their Group in diversifying its commercial enterprise activities. In the second
one phase, the Group went into production hand-crafted cigarettes popularly referred to as bidis.
This zone gave an actual enhance to the sales incomes of the Group in addition to creating a
significant contribution to government exchequer. With the passage of time, the Group
undertook new ventures. The Group has plans for putting in greater initiatives. The initiatives are
already in pipeline. Foreign buyers have proven eager hobby in becoming a member of with us
for joint ventures. This may also assist the nation's financial system increase and could create
employment possibilities to numerous professionals. The Group has additionally obtained a
modern mother & children medical institution formerly owned through Save the Children (UK).
The medical institution is being operated as a non-profitable concern through Ad-Din Welfare
Trust. Akij Resources Limited is a concern of Akij Group. Akij Resources Limited also
concerned in socio-cultural activities. The Group has been working with a large orphanage free
of cost in district town. (Mohammad Shaniaz Islam, 2013)

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3.1.2 Mission Statement

‘Ensure best quality products and services through continuous improvement that benefits society
and environment’

3.1.3 Vision Statement

‘Be the benchmark of customer’s choice’

3.1.4 Values

▪ Customer Centric
▪ Positivity
▪ Ownership
▪ Innovative
▪ Teamwork

3.1.5 Core Competencies

▪ Process Orient
▪ Quality Focused
▪ Compliance
▪ Cost Efficiency
▪ Innovative

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3.2 Akij Brand

Akij has established a brand image in the market over the years. In this period of competition, as
it is very tough to face out with one product, Akij specializes in making the great in all sectors.
all those sectors continuously taking the brand in leading position. Any organization’s vision is
genuinely the dream to which the organization continually strives to attain wherein it could
emerge as feasible or not. Akij is not something different. Expanding the enterprise withinside
the foreign and turning into one of the marketplace leaders across the world.

3.3 Management Process of Akij Resources Limited

Management is extraordinarily centralized at Akij Resources ltd. Although each worker is

entitled to document their direct supervisors and the supervisors are supposed to guide them and
take decision for them. All decisions are checked through the top of the company hierarchy. Akij
group follows a multi-channel and cross communication style. the control of the organization
usually held an assembly in alternate months or at a predetermined date to significantly examine
the prevailing and near future scenario of the organization and its enterprises. All sister concerns
are linked to the head office via online to take rapid decisions.

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 3.4 Business Enterprises of Akij Resources Limited

▪ Akij Cement Company Ltd.

▪ Akij Cement Ready Mix

▪ Akij Shipping Line Ltd.

▪ Akij Poly Fiber Ltd.

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 ▪ Blue Pill Limited

▪ Magnum Steel Industries Ltd.

▪ Akij Essentials

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 4.0 THEORETICAL CONCEPTS

4.1 Organizational Culture

Organizational culture is a mixture of organizational perceptions, perspectives, ideology, and

values. Organizational culture is sometimes called corporate culture. Organizational culture
affects organizational performance and success. It offers recommendations for customer
satisfaction, punctuality, protection, and other factors that affect the environment. For any
organization, organizational culture is rare, and changing it is very troublesome. The success of
an employee depends on the combination of good working skills and a working environment.
There is a need for some kind of incentive to get workers to work well. Motivation may come
from incomes and other resources. Through effective encouragement, productive work can be
made. Employees believe a company has made a promise to do better for them. Organizational
participation provides a decent wage and allowances, offers higher education expenses for
workers, provides training that keeps employees up-to-date, and offers the potential for
promotion. There are certain environmental considerations that an employee has no influence
over. For example, employees in the company have less cooperative, with the lack of resources,
employees may leave the organization, the employee may be under stress or confused due to
overload of work, the manager gives his input on the performance of employees and employees
come to know what he learned during the job through an efficient employee assessment process.
The manager develops a roadmap for workers on how his efficiency can be developed and
improved.

4.2 Components of Culture

It is possible to define organizational culture in terms of values, norms, artifacts, and style of
management.

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4.2.1 Values

Values are convictions about what the company is best or good for, and what can or should
happen. Only at the top level can the value set of a company be understood, or it can be shared
across the business, in which case it may be represented as value-driven. The higher the value,
the more
actions will be influenced. This does not rely on being expressed by them. Implicit values that
are deeply rooted in an organization's culture and enhanced by management behavior can be
highly influential, whereas values that are idealistic and not expressed in management behavior
can have little or no effect. They are called 'values in use' when values are acted upon.

4.2.2 Norms

Norms are the unwritten codes of conduct, the 'playing rules' that offer informal instructions
about how to act. Norms tell individuals what they are supposed to do, say, believe, and even
wear. They are never expressed in writing; they would be rules or procedures if they were. They
are passed on by word of mouth or conduct and, if they are broken, maybe enforced by people's
reactions. Because of these reactions, we influence others by the way we respond to them, we
may exert very powerful pressure on actions.

4.2.3 Artifacts

Artifacts are an organization's recognizable and tangible components that people hear, see or
experience, and add to their understanding of the culture of organizations. Artifacts which
include topics such as the environment of the office, the tone and terminology used in e-mails,
letters or memorandums, how visible each other is at meetings, in e-mails either over the
telephone, the welcome given to visitors, and how agents treat external calls. There can be very
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revealing objects.

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4.2.4 Style of Management

The style of management is the approach managers use to communicate with individuals. It is
often called the 'form of leadership'. Somewhere between the extremes, most administrators
follow a strategy. Some will change it according to the situation or their emotions at the time;
others will stick to whatever happens in the same style. Each manager has his or her own style,
but this can be affected by the organizational culture, which may create a dominant style of
management that reflects the standard of conduct for managers that is normally anticipated and
adopted.

4.3 Employee Performance

The performance of employees in an organization is very critical in detecting the productivity

and growth of the organization. According to Chien (2004), it was discovered that successful
organizations need workers who are willing to do more than their normal job scope and
contribute performance beyond the standards of the target. An organization's success depends not
just on how the organization maximizes human skills, but also how it increases the performance
of employees and stimulates the organization's dedication. Employee involvement seems to be of
vital importance for a company to be able to do so together with a professional workforce.
Compete for inconsistency and with the modifications to go along. Organizational culture also
affects the performance of employees from various points of view. Depending on how the
employee's view is and how far the changes go, certain individuals may support it and some
might.

4.4 Employee relationships:

The main focal point is the employee and their satisfaction. Company development depends
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entirely on the employee performance. The employer-employee relationship helps to overcome
the differences.

4.5 Learnings from Akij Resources Limited

Akij House run a training session on Business Plan Strategic Training for the permanent
employees. This day long training session improving the efficiency and effectiveness of the
employees. Employees are now working on the new method what they have learned.
Few days ago, I have been from Akij Cement Factory where I was trained enough on Bangladesh
Labor Law, audit for ISO Certificate and compliance management as well. All these training
enhanced my capability to work with the managers and auditor. How to prepare checklist, audit
questionnaire, how to conduct an audit all these things enriched my knowledge. Also, I have
witnessed the production processes of cement, ploy fiber etc. Eventually I can implement the
academic study in practical life. In university I have participated different workshop where
corporate culture is discussed about. At Akij Resources Limited I got the opportunity to
implement that. Professionalism, time management etc. that is needed for a company I have
acquired from Akij. Staying night at factory added a new experience in my internship period.
Working with seniors and complete their assigned task made me realize in which unit I have
interest. Since I am in compliance sector but I have worked with recruitment process, training
session, interview and so on.

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 5.0 Analysis
A questionnaire survey was conducted among the employees of Akij Resources Limited (Head
Office) to make the analysis part of this report. The first part is showing personal respondent
data, the second part is directing the organizational culture traits & the final part is about
employee performance. The survey respondents are given a total of 20.

Part-1: Personal Information

Question-1: Age-

Options No of Responses Percentage

25-34 years 16 80%

35-44 years 4 20%

45-54years 0 0%

Total 20 100%

Graphical Illustrations

Age is one of the essential demographical factors which is influences my survey result. In my
research study, most individuals were between the ages of 25-34 years old and rest of the other
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are 35-44 years old. Looking at the pie chart, we can see that among my 20 samples, 80% are in-
between age 25-34 years, 20% belonging to 35-44 years.

Question-2: Gender-

Options No of Responses Percentage

Male 13 65%

Female 7 35%

Total 20 100%

Graphical Illustrations

Here in Akij Resources Limited (Akij House), among the 20 population, 13 are male, and 7 are
female, with 65% and 35% respectively. Here is the ration of female is very low in number.

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Question-3: Working experience at Akij Resources Limited-

Options No of Responses Percentage

0-1 year 14 70%

2-3 years 5 25%

4-5 years 1 5%

More than 5 years 0 0

Total 20 100%

Graphical Illustrations

Here in Akij Resources Limited, 14 employees have a working experience of 0-1 year, 5
employees have 2-3 years experience, 1 employee has 4-5 years experience. The percentages are
70%, 25%, 5%.

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Part-2: Organizational Culture Traits Individual Performance
Question-4: Personal achievement is widely praised-

Options No of Responses Percentage

Strongly Agree 7 35%

Agree 8 40%

Neutral 3 15%

Disagree 0 0%

Strongly Disagree 2 10%

Total 20 100%

Graphical Illustrations

According to the analysis, 75% of people agreed and strongly agreed that personal achievement
is widely praised in Akij Resources Limited. Majority of the respondents consisting of agreed
with the statement. 25% of people saying neutral and strongly disagreed.

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Question-5: Action is taken toward persons who do not participate -

Options No of Responses Percentage

Strongly Agree 7 35%

Agree 6 30%

Neutral 3 15%

Disagree 3 15%

Strongly Disagree 1 5%

Total 20 100%

Graphical Illustrations

Here we can see that about 35% of people are strongly agreeing that in Akij Resources Limited,
the action is taken toward persons who do not participate. 30% of the respondents stood agreed.
On the other hand, 15% of employees stayed neutral and 15% disagreed that any action is not
taken. There was 5% employee who strongly disagreed with this statement.

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Question-6: Based on the quality of our work, we are rewarded -

Options No of Responses Percentage

Strongly Agree 9 45%

Agree 5 25%

Neutral 3 15%

Disagree 1 5%

Strongly Disagree 2 10%

Total 20 100%

Graphical Illustrations

Here out of 20 people, we can see that 70% of the employee are agreeing and strongly agreeing
with that Akij Resources Limited provides rewards based on the quality of their work. 15% of
people are neutral with this. About 5% of people disagreed that they don’t get the reward for
their quality of work. Lastly 10% of people are stood in a strongly disagree position with this
statement.

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Question-7: Management is highly respected by employees -

Options No of Responses Percentage

Strongly Agree 12 60%

Agree 8 40%

Neutral 0 0%

Disagree 0 0%

Strongly Disagree 0 0%

Total 20 100%

Graphical Illustrations

From the analysis, we can see that 60% of employees strongly agree that the management of
Akij Resources Limited is highly respected by the employees. 40% of employees are agreeing
with this. The percentage of employee neutral was 0%. And there was no strongly disagreed or
disagreed answered people.

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Question-8: Human Resource Management Individuals are equally treated -

Options No of Responses Percentage

Strongly Agree 8 40%

Agree 7 35%

Neutral 3 15%

Disagree 1 5%

Strongly Disagree 1 5%

Total 20 100%

Graphical Illustrations

Out of 20 employees Akij Resources Limited, only 40% of people are strongly agreeing with
Human Resource Management individuals are equally treated. Other 35% of people are agreeing
with this statement. 15% of people answered neutrally on that. But only 10% of people are
disagreeing and strongly disagreeing with this.

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Question-9: Employee has the chance to improve themselves through training -

Options No of Responses Percentage

Strongly Agree 11 55%

Agree 7 35%

Neutral 1 5%

Disagree 1 5%

Strongly Disagree 0 0%

Total 20 100%

Graphical Illustrations

From the analysis, we can see that 55% of employees strongly agree that employees in Akij
Resources Limited have the chance to improve themselves through training. They arrange
training almost every three months in their training center for the betterment of the employees.
35% of employees are agreeing with this. The percentage of employee neutral and disagreed
were 10%. And there was no strongly disagreed answered people.

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Question-10: The individuals chosen to work here have strong skills in their profession -

Options No of Responses Percentage

Strongly Agree 9 45%

Agree 5 25%

Neutral 3 15%

Disagree 3 15%

Strongly Disagree 0 0%

Total 20 100%

Graphical Illustrations

Out of 20 employees of Akij Resources Limited, 45% of people are strongly agreeing with that
the individuals chosen to work here have strong skills in their profession. Other 25% of people
are agreeing with this statement. 15% of people answered neutrally on that. But only 15% of
people are disagreeing with this. And no employees answered strongly disagree with this
statement.

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Question-11: I can speak with my manager openly -

Options No of Responses Percentage

Strongly Agree 8 40%

Agree 6 30%

Neutral 3 15%

Disagree 3 15%

Strongly Disagree 0 0%

Total 20 100%

Graphical Illustrations

In this survey question, we can see that most of the employees about 40% strongly agreed that
they can speak to their manager openly. Other 30% of employees agree with this statement. And
remaining 15% of employees answered in a neutral and disagreed position. But no one strongly
disagreed with this statement.

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Question-12: Discussion is very free and open at meetings -

Options No of Responses Percentage

Strongly Agree 8 40%

Agree 7 35%

Neutral 2 10%

Disagree 2 10%

Strongly Disagree 1 5%

Total 20 100%

Graphical Illustrations

We can see that most amounts of the respondents strongly agreed that in Akij Resources Limited
discussion is very free and open at meetings, which is about 40%. This is showing the positive
side of the management of Akij Resources Limited. Also, 35% of the employees agreed on this.
10% of respondents did not say anything by staying neutral. 10% employees disagreed and 5%
strongly disagreed with this statement.

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Question-13: Every effort is made to deliver on time to customers and their problems are
acknowledged and resolved promptly -

Options No of Responses Percentage

Strongly Agree 9 45%

Agree 7 35%

Neutral 3 15%

Disagree 1 5%

Strongly Disagree 0 0%

Total 20 100%

Graphical Illustrations

In this survey question, we can see that most of the employees about 45% strongly agreed that
every effort is made to deliver on time to customers as in other departments employees as well as
staffs and their problems are acknowledged and resolved promptly. Other 35% of employees

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agree with this statement. And the 15% of employees answered in a neutral position. Remaining
5% employees answered disagreed. But no one strongly disagreed with this statement.

Question-14: Employees of ARL finish work on time -

Options No of Responses Percentage

Strongly Agree 8 40%

Agree 4 20%

Neutral 5 25%

Disagree 2 10%

Strongly Disagree 1 5%

Total 20 100%

Graphical Illustrations

Here we can see that about 40% of people are strongly agreeing that in Akij Resources Limited,
employees finish work on time. Employees about 20% agreed with it. 25% of the respondents

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stood on neutral. On the other hand, 10% of employees disagreed that employees don’t finish
work on time. There were only 5% of employees strongly disagreed with this statement.

Question-15: Employees are committed to the company's growth -

Options No of Responses Percentage

Strongly Agree 13 65%

Agree 5 25%

Neutral 2 10%

Disagree 0 0%

Strongly Disagree 0 0%

Total 20 100%

Graphical Illustrations

According to the analysis here, 65% of the employees strongly agreed that the employees of Akij
Resources Limited are committed to the bank's growth. As a result, Akij is one of the leading

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companies of Bangladesh. 25% of the employee agreed on this. Other 10% of employees stayed
neutral. No employee disagreed or strongly disagreed with this statement.

Question-16: Evaluating performance measures on an annual basis -

Options No of Responses Percentage

Strongly Agree 1 60%

Agree 5 25%

Neutral 2 10%

Disagree 1 5%

Strongly Disagree 0 0%

Total 20 100%

Graphical Illustrations

The following pie chart shows the proportions of evaluating performance measures on an annual
basis at Akij Resources Limited. According to the analysis here, 60% of the employees Strongly

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agreed with the statement. Other 25% are agreed. 10% remained neutral. Rest of the 5% are
disagreed. But no one was strongly disagreed.

Question-17: Employees are comfortable working at both Factory and Head Office-

Options No of Responses Percentage

Strongly Agree 10 50%

Agree 5 25%

Neutral 1 5%

Disagree 2 10%

Strongly Disagree 2 10%

Total 20 100%

Graphical Illustrations

Employees in Compliance have to work by rotating in Head Office and Factory. Also, other
employees have to visit factories sometimes. This may result mixed answers. Even though 50%

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of the employees are strongly agreed with the statement. 25% employees also answered agreed.
5% remained neutral. Rest of the 20% answered disagreed and strongly disagreed with the
statement.

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 6.0 Findings

The aim of this chapter is to provide a summary of the findings and also to align the research
findings with the study's objectives and to explain the conclusions drawn.
After a detailed discussion with data analysis and interpretations on the theoretical basis of
organizational culture & employee performance, it was found that the conceptual context and
study of past studies related to organizational culture & employee performance indicates that a
healthy and transparent organizational culture often has a positive effect on employee
performance. This is exactly the findings of Akij Resources Limited’s Organizational culture is
showing, which is discussed below.

6.1 Level of Employee Performance

The performance of employees in Akij Resources Limited is very positive. Employees finished
work on time; employees were prepared to enhance the quality of service, employees are pleased
to see the company's progress, employees are eager to work for the company, employees are
indeed accountable for their job; the work of employees allowed them to show their talented
employees a greater sense of personal accomplishment from work; employees were able to
assume the consequences of faulty work; employees displayed ingenuity by initiating new ideas
to improve performance; employees knew and appreciated the needs of customers; employees
were able to fulfil the targets set and employees are experienced and therefore can rely on them
to perform tasks assigned to them. They can meet their KPI and work by targeting their KPI.
Every employee has their own job description to perform their specific tasks.

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 6.2 Nature & Types of Organizational Culture

Akij Resources Limited has a healthy organizational culture and a link to the performance of its
employees. The company emphasized employee individual performance; had leadership that was
highly respected by employees and instilled confidence; made every effort to please customers;
had a specified organizational structure with roles and responsibilities; promoted the free flow of
contact between superiors and subordinates; managed organizational dispute in a more
professional matter, enforced beneficial human resource management practices; supported
employee engagement; encouraging innovation; engaged workers in decision-making; facilitated
professionalism in service provision; incorporated organizational goals.

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 7.1 Conclusion

The goal of this research was to provide an insight into the organizational practices at Akij
Resources Limited. It was concluded that a very strong relationship existed between
organizational culture and employee performance after the study. In affecting employee
performance, focus on individual performance, leadership, human resources management
strategies and creativity were not statistically important. Practices in conflict management,
professionalism, and alignment of organizational goals had an opposite and important association
with employee efficiency. There was a good and critical relationship with employee success in
the customer centre, organizational structure, communication, employee engagement, decision
making, and fun. While organizational cultures ranked more favourably in most of the
dimensions in Akij Resources Limited.
The various principles and beliefs focused on the performance of employees assist in the
organizational association. The culture of the organization helps to internalize an organized unit
that leads to successful organizational processes being managed. The positive connection
between culture and performance helps to improve organizational outcomes. The organization's
employee performance has a direct influence on the strong culture of the organization as it
contributes to improved efficiency. Organizational norms and beliefs based on distinct cultures
affect the management of the workforce. The strong culture of Akij Resources Limited allows
for efficient and effective management of employees in the workforce. The popular path of
making perfect use of resources in the same cultural association contributes to the organization's
positive growth.

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 7.2 Recommendations

Akij Resources Limited has a strong organizational culture and its relationship with employee
performance, as can be seen from the various sections of this report. I have come up with some
valuable recommendations based on the findings of the study and conclusions reached, which
will allow the organization to reflect on the organizational culture which can contribute
significantly to enhancing employee performance levels.
While organizational culture has a positive effect on the performance of employees, the
following recommendations are made so that the organization recognizes the organizational
factors on which to function and to develop the current organizational culture to a better level.

 To ensure the presence of a high-impact organizational culture on employee performance,

the company should conduct regular cultural assessments with actionable results and
review the work atmosphere to fill the holes in the review process and to continue to
improve employee performance. The presence of a good organizational culture is one of
the reasons for high employee performance and if this does not continue, employee
performance will be lower.

 While all dimensions of organizational culture are important, the culture of adaptability
has a greater effect on the performance of employees. But it is also important to work on
other aspects of organizational culture. By being extremely congruent, well-coordinated,
and well-integrated, maintaining a strong culture does not have a direct impact on the
level of employee efficiency. This suggests that workers prefer to be allowed to do the
job instead of being required to do it rigidly.

 The structure of the organization has been shown to have a positive impact on employee
performance. It is recommended that management representatives of the different
departments must have the right to make decisions in their scope of control, that the
organization's roles and obligations must be strictly established, that no one part of an

50 | P a g e
 operational structure must be granted too much power over the others, and that every
employee must be made to understand where they fit in the organization.

 Employee performance had also been greatly influenced by communication. It is

recommended that organizational culture must be such that subordinates can openly
interact with members of management, fewer barriers should be encouraged if
subordinates wish to meet superiors, and informal conversations should be encouraged
between superiors and subordinates.

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 References
Abdullah, Ramayah and Mutahar . (2017). literature review.
al, J. e. (2015). Literaure review.
Anitha. (2017). Literature review.
Bataineh (. (2017). Literature review.
Batarlienė, Čižiūnienė, Vaičiūtė, Šapalaitė, & Jarašūnienė. (2017). Literature review.
Cooper & Ezzamel. (2013). Literatue review.
Hafeez Ur Rehman. (n.d.).
https://www.researchgate.net/publication/224008707_Literature_Review_on_Organizati
onal_culture_and_its_Performance.
Hellriegel and Slocum. (2009). Literatue review.
https://www.researchgate.net/publication/
224008707_Literature_Review_on_Organizational_culture_and_its_Performance. (n.d.).
Islami, Mulolli and Mustafa . (2017). Literature review.
Kline & Boyd . (n.d.). Literature reeview.
Mensah. (2018). Literature review.
Mohammad Shaniaz Islam. (2013). Report on Akij Group. p. 36.
Pawirosumarto, Sarjana and Gunawan . (2017). Literatue review.
Shah, Irani, & Sharif. (2017). Litearture review.
Smith and Bititc . (2017). Literature review.

Islam, M. (2021). Retrieved 10 September 2021, from

https://www.scribd.com/doc/118959623/Report-on-Akij-Group

(2021). Retrieved 10 September 2021, from

https://www.youtube.com/channel/UCQdasBw01oUAWvPffgkRRow
Home | Akij Group Ltd. (2021). Retrieved 10 September 2021, from

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Contact of Supervisor at Akij Resources Limited (Corporate Office)

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 Appendix

Questionnaire

East West University

Department of Business Administration
Questionnaire Survey to be filled by the employees of Akij Resources Limited’s employees

Dear Respondent,
This questionnaire is intended for the current research to obtain relevant information. The
purpose of the study is to examine the impact of organizational culture on the performance of
Akij Resources Limited's employees. This research is only for my internship program for
academic purposes. Your answers will therefore be kept private. The soundness and validity of
the results are highly dependent on your genuine answers. Therefore, I kindly request you to
complete the questionnaire as carefully as possible. Thank you.

Please select your answers.

Part-1: Personal Information

1. Age:
[ ] 25-34 years [ ] 35-44years [ ] 45-54years
2. Gender:
[ ] Male [ ] Female
3. Working Experience at AB Bank Ltd.:
[ ] 0-1year [ ] 2-3years [ ] 4-5years [ ] Moe than 5 years

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Part-2: Organizational Culture

Organizational Culture Traits Strongly Disagree Neutral Agree Strongly

Disagree Agree

I. Individual Performance

1. Personal achievement is
widely praised

2. Action is taken toward

persons who do not participate

3. Based on the quality of our

work, we are rewarded

II. Leadership

4. Management is highly
respected by employees

III. Human Resource

Management

5. Human Resource Management

Individuals are equally treated

6. Employee have the chance to

improve themselves through
training

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 IV. V. Professionalism

7. The individuals chosen to

work here have strong skills in
their profession

VI. Communication

8. I can speak with my manager

openly

9. Discussion is very free and

open at meetings

VII. Customer Focus

10. Every effort is made to deliver

on time to customers and their
problems are acknowledged
and resolved promptly

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 Part-3: Employee Performance

VIII. Employee Performance Strongly Disagree Neutral Agree Strongly

Disagree Agree

11. Employees of ARL finish work on time

12. Employees are committed to the

company's growth

13. Evaluating performance measures on an

annual basis

14. Employees are comfortable working at

both Factory and Head Office

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